Landslide Limousine Performance management plan Essay

Stonefield is starting up a new limousine commerce with 25 employee, located in Austin, Texas. The exercise anxiety plan is the starting point or a map for the company to identify and achieve the desire outcome they want for their employees and their customer. The company wants to increase its goal through its performance management plan. the performance framework alone with the strategies of the business will developed an organizational performance philosophy, performed patronage analyses to identify inevitable skills needed by employees, identified systems for measuring employees skills, developed a process for addressing skill gaps, and developed an approach for delivering effective performance feedback to employees. Performance management plan should always be use as a tool for a business to run smooth. The performance management framework with the strategies of the business agree to Cascio (2013), at a general level, the broad process of performance management requires t hat you do three things well define performance, facilitate performance, and encourage performance.The coach-and-fours at landslide must ensure that each and every employee know what is expected of them. They must have goals that ar sustainable. The goals that argon set must make the company prospering (Cascio 2013). Managers must facilitate performance by eliminating roadblocks. They must provide all the right resources, tools and training. With that being said they must also hire the right employees in other words hire the right fit. You burn downt have an employee with a bad driving record driving for a limo service, so you have do a background check just one example. Every employee like the last one, encourage performance, managers should always encourage employees in several(prenominal) kind of way, show them how they are appreciated. According to Cascio (2013), dont bother offering rewards that nobody cares about, like a gift certificate to see a fortune teller. Ifyou ar e good to your employees they will be good to you. Show them you care.Organizational performance philosophyThe philosophy of Landslide Limousine will be to utilize the max efficiency and the effectiveness of each employees performance and furthermore to facilitate communication between the employees and their supervisors, according to University of California, Berkeley (2014), employees at all levels are responsible for actively communicating with their supervisors about their performance, taking an active role in prep their development, being accountable for their actions, and continually striving for excellence in their performance. Supervisors are responsible for training and making sure that the employees have the right tools to carry out the mission or job. They have to make sure the job is done right. They have to make sure the customer are taking care of. The job analysis process to identify necessary skills needed by employees According to Cascio (2013), Performance standar ds translate job requirements into levels of acceptable or unacceptable employee behavior.Job analysis identifies what is to be done. Job analysis information hindquarters be gathered in a variety of ways, Landslide Limousine will be using all combinations of method. The observation is one method which is limited to and so many jobs. The interview method is gathering information which requires an interview with every employee. This should be easy to do since he is starting off with tho 25 employees. The interview method should focus on how the employees is performing each job. The major duties of the position. Are there is jobs physical demands. This method can be time very consuming but it will help Landslide Limousine identify necessary skills needed by employees. The last method is the Questionnaires. This method is widely used it tells management where training is needed, what is going right, what is wrong and what need improving. It can be a very detail long and mixed proce ss.Methods used for measuring the employees skillsI would recommend Landslide use the Behavior-oriented evaluate methods and results-oriented place method for measuring the employees skills. Managers should conduct ride-a-long with each device driver to observe their behavior and to rate their skills against others. The manager should document theobservation. Mangers should always provide feedback in a timely manner. It should be taken to improve employee performance. According to Cascio (2013), behavior-oriented rating methods focus on employee behaviors, either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.The results-oriented rating method is another great method to use. The company needs to have a way to do customer survey. Customer service is one of the nigh important skills that should be measured constantly. According to Cascio (2013), results-oriented rating methods place primary emphasis on what an employee produces dollar volume of sales, number of units produced, and number of wins during a baseball game season are examples. In other word a limo driver will be rated on how well his/her skills are with customer service. They are being rating and measured at all times.Process for addressing skill gapsWhen addressing skill gaps it should be communicated on a daily basic but in a more formal way during the Performance evaluation. It should identify the areas that need benefit, a performance improvement plan (PIP) can be put in place. This is the opportunity for an employee that do not have all the skill to succeed to receive the appropriate training that he/she did or didnt have. When addressing area for improvement communication is the key between managers and employees.Approach for delivering effective performance feedbackAccording to Cascio (2013), before giving feedback, getting training in performance appraisal interviewing, plan ning to use a problem-solving approach rather than tell -and-sell, and encouraging subordinates to prepare for performance-feedback interviews, is important. Also, while giving feedback, each manager should be encouraging subordinates to participate by being specific, being an active listener, setting mutually agreeable goals for future improvements, avoiding destructive criticism, and judging performance and not personality and mannerisms. Lastly, after the feedback is communicated, each manager should periodically assess progress toward goals and make organizational rewards contingent on performance. If Landslide Limousine needs to make sure they that provide these before,during, and after feedback activities, these activities can help better the performance of each and every person that Landslide employ.ConclusionHaving a good Performance plan before starting business is always a great beginning. You need a stepping stone to hire the right employee and to put the right people in the place. Providing them with the right tools make for a successfully business and satisfied customer.ReferencesCascio, W. F. (2013). Managing Human Resources (9th Ed.). New York, NY The McGraw- Hill Companies, Inc. University of Berkley. (2014). Berkley HR. Retrieved from http//hrweb.berkeley.edu/about/philosophy/performance-management What is Human Resource? (2015). Retrieved from http//www.whatishumanresource.com/job-analysis-methods